Yes they do. And the following is in support of that claim: “Often described as the ‘heart’ of the act, section 7 of the statute reflects the law's basic purposes. It provides that ‘employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid and protection’ “ (Kohler, 2004). In addition, the labor laws tend to favor employee and union relationships.

Labor laws do provide protection for union employees against wage inequality by defining standard minimum wage requirements and they address other workplace safety issues as well. These labor laws are authorized at the government level and thus allow any public employee to not only join a union, but create one (by organizing) should they so desire. And given the fact that the majority of the employees at West University are public employees, already in established unions, the organization process for the Resident Assistants (RAs).

To help facilitate that process, the Graduate Employee Organization (GEO) was affiliated with the United Auto Workers (UAW) union. Although the workforce at West College is a majority of union employees, the non-union employees are not required to join any union due to the fact that Arizona is a right-to-work state. But again, the labor laws to prevail and allow a group of employees to legally organization under State and Federal laws.

2 - Do you think teaching assistants should be considered employees?

If they are on a payroll as a W2 individual, and work a set amount of hours then I can’t any reason why they would not be considered employees. Similar to the Resident Assistants, I would imagine that the Teaching Assistants are also students who attend the college as well. Based upon the information provided, the Teaching Assistants are also unionized employees.

Education aside, the skill level of the Teaching Assistant should not be a factor when it comes to joining a union, there should be some educational requirements for the job of a Teaching Assistant however. Although a Teaching Assistant does not have teaching credentials, hence they’re not on the same pay grade, but there is a fair amount of experience that a Teaching Assistant is expected to have to perform their job effectively. This does not mean that a Teaching Assistant could not handle the job of teaching a class if they had to, they just do not have the official credentials and could present to the University should they be put into a teaching position.

For further clarification, there is a difference that should be noted between an assistant and an intern. Per the following example: “Intern: a person who works as an apprentice or trainee in an occupation or profession to gain practical experience, and sometimes also to satisfy legal or other requirements for being licensed or accepted professionally.” Whereas “Assistant: serving in an immediately subordinate position; of secondary rank...generally not in training for another role.” (Dictionary.com)

3 - Do you think management's reaction to employee interest in unionization differs if the employer already has a high union density among other employee groups?

If a majority of the employees are already organized in some type of a union setup, then unfortunately, the only reaction that Management can have is to agree to other groups wanting to organization. That is unless Management can come up with some reasons why organization should not take place.

This type of a balance has its pros and cons. If this is a type of an environment where a majority of union employees makes more sense, then this type of an arrangement can be productive if even more employees wanted to organize. And it...

YOU MAY ALSO FIND THESE DOCUMENTS HELPFUL

...of laborlaw and collective bargaining is the unique vocabulary that has developed over the period of time; accordingly, define the following terms and concepts:
a) Authorization card
This is a form signed by employees to give power to a union as an agent for his her bargaining. The card is legally binding the employee. It legally authorizes a union to represent an employee for purposes of collective bargaining towards the employer.
b) Decertification election
Under certain circumstances, you can vote out or "decertify" your union, or replace it with a different union. This is an election held for the purpose of removing a union as the sole representative, or exclusive bargaining representative of the employees.
National right to work. Decertification election. http://www.nrtw.org/decertification-election
c) Craft and class determinations
This is a vote taken throughout the company to determine if the group of workers that will be represented at the same class by belonging to the same craft. For example, engineers in the American airports may be classified under same class and craft therefore the collective bargaining will recognize them as such.
d) Craft units
This is an organization of workers who are skilled or semi-skilled in certain fields such as electricians and carpenters. These units usually have their own unions.
Mattaustinlegal. September 27, 2013. http://mattaustinlaborlaw.com/category/craft-unit/
2. Summarize your...

...
Agenda
Historical overview of laborlaws
Understand the effects of the legal system on unionization
Understand the major provisions of US laborlaws
Understand the differences and similarities between US private and public sector law
Assignments
This week’s reading contained a lot of information! This material, however, is vital to your understanding of how we got to our current state of laborlaws. Watch out for our close friends – efficiency, equity and voice – in this historical material.
Because there is so much information in Chapter 4, I’m going to “chunk” the information to make it easier for you to digest.
Following is a chart that summarizes the evolution of laborlaws:
1790s to 1842
Common Law Conspiracy Theory
Unions as conspiracies
Dominance of injunctions issued without full hearings; heavy court presence
Injunctions applies to yellow dog contracts which the courts deemed enforceable
Mainstream economics foundation
1842 – 1932
Unions As Corporations
Danbury Hatters case (1842): union boycott violated Sherman Antitrust Act. Individual union members held liable for over $200K in damages.
Clayton Act passed giving unions the right to exist.
Prevailing view of unions as legal entities as long as there’s regulation
1932
Norris-LaGuardia Act...

...LaborLaws and Unions
HRM 531
November 29. 2012
Patricia Hudson
University of Phoenix
LaborLaws and Unions
The national labor union movement extend deep into early American history; rising in the late 18th century along with America’s Declaration of Independence. In pursuit of happiness, workers organized to improve and protect their employment conditions. One of many American labor unions includes the Bakery, Confectionery, Tobacco Workers and Grain Millers’ International Union (BCTGM); the organization’s history dates back to 1886 (BCTGM, 2012). The BCTGM represents more than 120,000 workers in North America, many of whom are employed by the famous American baking company, Hostess Brands, Inc. This paper will discuss Hostess’ company history, the BCTGM-Hostess unionization process and benefits, and union bargaining tactics. In addition, the legal obstacles between Hostess and union workers will be explored, along with suggested actions to minimize litigation.
Hostess Brands, Inc. Company History
Hostess Brands, Inc, formerly known as Interstate Bakeries Corporation, was founded in 1930 by Ralph Leroy Nafziger. With headquarters in Irving, Texas, this American bakery is famously known for its iconic food products such as Twinkies and Wonder Bread. The company filed for Chapter 11 bankruptcy in 2004, and reemerged in 2009 as a private company; backed by new...

...LaborLaws and Unions
HRM/531
December 17, 2012
LaborLaws and Unions
The Ford Motor Company is the largest automobile manufacture in the world. The company later became unionized. The subject of this paper is to identify legal issues and obstacles that the Ford Motor company could encounter, determine which federal, state, or local laws could be broken because of the legal issues and why and provide recommendations of minimizing litigations.
LaborLaw and Union: Ford Motor Company
The Ford Motor Company was established by Henry Ford in Dearborn, Michigan, in 1903 (Bellis, 2012). With the use of the first assembly line, Ford became known for the development of mass production. Henry Ford gained notoriety by shortening the workday of his employees, paying his workers high wages and believing unionization was not necessary (Bellis, 2012). On June 20th 1941 the Ford Motor Company signed its first contract with the United Automobile Workers of America and Congress of Industrial Organizations (UAW – CIO) ("Ford Signs First Contract With Autoworkers' Union," 2012). The Ford Motor company employs about 164,000 people and recorded revenues of $136,264 million during the financial year ending December 2011 (Research &amp; Markets, 2012.)
Legal Issues and Obstacles Ford Could Encounter
The Ford Motor Company could encounter legal issues and...

...Workers’ Rights and Employment LaborLaws
Kristi Arnold
American InterContinental University
Workers’ Rights and Employment LaborLaws
The United States and Europe have initiated a string of laws geared toward improving workers environments and experiences, living standards, and ensuring fair and equitable treatment. In 1914, the United States Congress passed the Clayton Act which states thatlabor, of any human being, is not to be considered a product (commodity) or something that one buys, trades or sells (Federal LaborLaws, n.d.). In 1919, the International Labor Organization (ILO) was formed for humanitarian, political, and economical reasons to address the hardships and civil turbulence of the Industrial Revolution (ILO, n.d.). At this time, the ILO also recognized and established that “labor is not a commodity”—at an international level (ILO, n.d.). At the first ILO Convention, nine countries represented the ILO, Belgium, Cuba, Czechoslovakia, France, Italy, Japan, Poland, the United Kingdom, and the United States. Six international agreements came to be during the first ILO Convention. This is where the limited 8-hour workday and restricted 48-hour workweek were born. The ILO lives on today. The ILO’s independent Committee of Experts, founded in 1926, continues to evaluate and report on employment related issues...

...LaborLaws and Unions
Walmart is one of the biggest retail stores in the world. Walmart operates worldwide with current total count of its stores reaching 9.667 stores worldwide (Walmart Corporate, 2011). Interestingly, Walmart is an organization that is currently non-unionized. This paper will provide brief background information on Walmart organization. Legal issues and obstacles that Walmart could encounter will also be identified. The writer will determine which federal, state, or local laws could be broken because of the legal issues and why. Finally, recommendations to minimize possible litigation will be provided.
The second part of the paper will deal with scenario if Walmart joining a union. Effects of the union on Walmart will be discussed next on the paper. Organization’s benefits of joining a union will be analyzed. Process of unionization will be discussed. And ways on how a union bargains and its effects on Walmart will be considered.
Walmart’s Background
Walmart begins in 1962 along with other retail stores such as Kmart and Target. Walmart has a humble beginning, with its owner Sam Walton put up 95 percent of their money to open the first Walmart stores in Rogers, Arkansas. Walmart finally goes public ten years later in 1972 which brings more capital to the organization. Walmart starts booming in the 1980s, where in the period of 10 years, sales grow from $ 1 billion in 1980s to $26 billion in...

...Employment and LaborLaw
Employment and Laborlaw initially arose out of protection for employee as a result of the outcomes being one-sided towards employers. There are four categories dealing with employment law. The most famous of these is the Employment at Will which is also known as the Law of Wrongful discharge to many. Pay and Benefits is another category to be mindful of when thinking in terms of LaborLaw, this category also includes safety and privacy issues for the employee. The third category deals with Union-management relationship, and last but not least is discrimination and harassment. Who has what responsibility in these sensitive issues is what we are going to discuss within this document.
The famous Employment at-Will is really not what people think. Most think in terms of the employee can quit when they want and the employer can terminate the employee whenever they want without just cause. Employment in simple terms is a contract between an employee and an employer. Employees can have a contract with an employer for a limited period of time such as during the Christmas holidays or maybe even during the summer period when busy periods of consumer purchases are on the rise. Other employment contracts could dictate that the employee has to meet a certain sales quota each month or quarter. If the employee fails to meet the quota, then...

...Individual Assignment
LaborLaws and Unions
Jack Metcalf
HRM/531
October 31, 2010
Thea M. Tolbert MPA
Ford Motor Company Outline
Background:
* Ford Motor Company started a manufacturing revolution in the 20th century. Now, it has grown into one of the most successful and largest automakers in the world. The company was founded in 1903 by Henry Ford in Detroit Michigan and employs over 198,000 people in over 90 plants and facilities worldwide, the company posted a net income of over 6.5 billion in 2010. What started out as a mass production assembly line has evolved into one of the top brands in Automobile makers. Ford Develops, produces, distributes and services automobiles and parts all over the world. Ford functions in two divisions, Automotive and Financial services. The automotive side markets cars, trucks and parts through a host of retail dealers; the financial side offers many different financing products to dealerships and customers. The company is worth over
Legal issues or obstacles Ford Motor Company could encounter:
* Globalization - which is the free movement of capital, goods, and services. Ideas, information, and people across national boundaries. Markets in every country have become fierce battlegrounds where both domestic and foreign competitors fight for market share (managing human resources ch. 1).
* Product Differentiation - Consumers have a large quantity of choices when it comes to...